Mediation in employment disputes

We offer dedicated workplace and employment law mediation services in the UK to help resolve workplace conflicts in a confidential, pragmatic, and cost-effective manner. Mediation offers a high success rate of resolution and can often bring the “win-win” that other forms of dispute resolution can’t.

What is mediation for employment disputes?

Mediation for employment issues is a confidential, informal process where an impartial third party (the mediator) helps resolve workplace disputes between employers and employees. It encourages open dialogue to find mutually acceptable solutions, avoiding the need for formal tribunals or litigation. Common issues addressed include team disputes, relationship breakdowns, bullying allegations, return to work issues, performance and conduct. Mediation is faster, less costly, and less adversarial than legal proceedings, helping preserve working relationships.

We offer two types of mediation

1. Workplace mediation – a facilitative model

We offer this as a constructive alternative to litigation.

When to use workplace mediation

It works best if it is offered early enough in a dispute where parties have not become too fixed on their relative positions. Ideally, we suggest using our services before a grievance comes in. However, this also works well where a grievance or disciplinary process has been carried out and mediation is being offered as an outcome.

Employment disputes can arise from a range of issues, including grievances, performance and conduct, dismissal disputes, or breakdowns in working relationships. Whilst mediation usually involves two parties, it can also be used for more multi-party team disputes.

Mediation provides a structured environment in which both parties can air concerns, explore underlying issues, and work toward a mutually agreed resolution - without the stress, cost, and publicity of tribunal proceedings.

2. Employment Law Mediation – an evaluative model/alternative to Judicial Mediation

We also undertake employment law mediation where an Employment Tribunal claim has been brought and there is on-going litigation.

We offer this as an alternative to Judicial Mediation (which is not offered to parties in all cases) or where it has not been possible to reach a settlement via ACAS.

Based on our extensive employment law experience, we offer an evaluative service to help parties achieve a lasting settlement. This means we can give parties our evaluation of the relevant strengths and weaknesses with respect to their legal positions.

We offer this at any stage after a claim has been started in the Employment Tribunal.

Why choose mediation for workplace and employment disputes in the UK?

• Confidential: Discussions during mediation are private and legally protected, which is particularly important in sensitive workplace matters.
• Preserves Professional Relationships: Mediation can help restore trust and allow working relationships to continue or support a mutually agreed settlement where appropriate.
• Cost and Time Efficient: Resolving issues early through mediation avoids the lengthy and expensive process of protracted grievances or formal litigation/tribunal hearings.
• Voluntary and Collaborative: Both parties have control over the outcome, unlike in a tribunal where a judge imposes a decision.

Our Employment Mediation Expertise

Anne-Marie Boyle is an experienced employment lawyer and accredited mediator with in-depth knowledge of workplace legislation, policies, and best practice. She has experience of mediating across a wide range of employment issues, including:

• Unfair dismissal and redundancy disputes
• Performance and conduct disputes
• Team relationship breakdowns
• Contractual disagreements
• Whistleblowing complaints
• Return-to-work issues
• Senior executive and board-level conflicts
• Discrimination complaints

We can also represent clients attending third-party mediations, offering practical, strategic support to ensure your legal rights and business interests are safeguarded throughout.

Get in Touch

Contact our expert workplace mediators for a confidential consultation online or call +44 (0)20 7329 9090.

We are happy to discuss the benefits of mediation, likely timescales and give a fee estimate.

Learn more about our employment law services

Employment Law Advice For Employees

Employment Law Advice For Employers

Employee Litigation & Tribunals

Board & Shareholder Disputes

Mediation FAQ

When should mediation be used in the workplace?

Mediation is best used early when conflicts arise before issues escalate. It’s ideal for disputes over communication, bullying, relationship breakdowns, performance and conduct issues. If relationships are strained but both parties are willing to engage, mediation can prevent costly legal action and restore productive working dynamics.

How do you resolve workplace conflict through mediation?

A neutral mediator facilitates open discussion, allowing both sides to express concerns and explore solutions. The process focuses on mutual understanding rather than blame. Agreements are voluntary and often lead to practical resolutions, such as policy changes, apologies, or revised working arrangements, tailored to the specific dispute.

How successful is workplace mediation?

Workplace mediation has a high success rate. Around 70-80% of cases reach a resolution. It’s effective because it empowers parties to control the outcome, preserves relationships, and avoids litigation. Success depends on willingness to engage, but most participants report improved communication and satisfaction with the process.

How long does mediation take?

Mediation typically takes one or two sessions (half-day to a full day), though complex cases may need longer. Preparation and follow-up can extend the timeline, but it’s far quicker than tribunals or court. The flexible, informal nature allows for faster resolution compared to formal procedures.

What are some examples of mediation?

Common examples include disputes over unfair treatment, harassment, wrongful dismissal, pay disagreements, or clashes between colleagues. Mediation can also address role misunderstandings, flexible working requests, or discrimination claims. It’s versatile and adapts to interpersonal, contractual, or policy-related conflicts in the workplace.